Successful Collaboration in an Agile framework

Agile is an iterative and incremental framework for developing software. The core values of Agile foster collaboration. This study focuses on experiences of Agile practicioners to understand the core values in practice settings

Information Systems Governance as a System of Rules: Hierarchical and Heterarchical Implementation

Information Systems Governance (ISG) can be defined as a set of rules allowing executives and skateholders to determine how they will decide on the Information System management. The first objective of this paper is to propose a set of meta-rules addressing different aspects of ISG, which are instantiated in each company setting. The second objective is to propose two constrasting models of ISG, which instantiate differently the set of rules. Conventional view of ISG includes hierarchical and centralized control with little flexibility to support rapidly changing organizations. Heterarchical forms are more and more frequently observed in ISG practices (agility, transversality, decentralization...). However, if uncontrolled, heterarchy can lead to the emergence of anarchic phenomena, such as instability, increased conflicts, and waste of resources. Approaching ISG through rules implementation can help controlling heterarchical forms. In the first part of our paper, we describe an ISG as a set of the rules, based on Elinor Ostrom’s work and her IAD (Institutional Analysis and Development) framework. In a second part, we develop each type of rule first according to a hierarchical view, then to a heterarchical one. Beyond theoretical contribution, the proposed set of rules can help CIOs involved in improving ISG. It can also be used to make an organizational analysis of heterarchical practices of a company’s ISG

Learning from Lin: Lessons and Cautions from the Natural Commons for the Knowledge Commons

Professor Cole\u27s contribution, chapter 2, is titled Learning from Lin: Lessons and Cautions from the Natural Commons for the Knowledge Commons.https://www.repository.law.indiana.edu/facbooks/1024/thumbnail.jp

Learning from Lin: Lessons and Cautions from the Natural Commons for the Knowledge Commons

Professor Cole\u27s contribution, chapter 2, is titled Learning from Lin: Lessons and Cautions from the Natural Commons for the Knowledge Commons.https://www.repository.law.indiana.edu/facbooks/1024/thumbnail.jp

Improving project management planning and control in service operations environment.

Projects have evidently become the core activity in most companies and organisations where they are investing significant amount of resources in different types of projects as building new services, process improvement, etc. This research has focused on service sector in attempt to improve project management planning and control activities. The research is concerned with improving the planning and control of software development projects. Existing software development models are analysed and their best practices identified and these have been used to build the proposed model in this research. The research extended the existing planning and control approaches by considering uncertainty in customer requirements, resource flexibility and risks level variability. In considering these issues, the research has adopted lean principles for planning and control software development projects. A novel approach introduced within this research through the integration of simulation modelling techniques with Taguchi analysis to investigate ‗what if‘ project scenarios. Such scenarios reflect the different combinations of the factors affecting project completion time and deliverables. In addition, the research has adopted the concept of Quality Function Deployment (QFD) to develop an automated Operations Project Management Deployment (OPMD) model. The model acts as an iterative manner uses ‗what if‘ scenario performance outputs to identify constraints that may affect the completion of a certain task or phase. Any changes made during the project phases will then automatically update the performance metrics for each software development phases. In addition, optimisation routines have been developed that can be used to provide management response and to react to the different levels of uncertainty. Therefore, this research has looked at providing a comprehensive and visual overview of important project tasks i.e. progress, scheduled work, different resources, deliverables and completion that will make it easier for project members to communicate with each other to reach consensus on goals, status and required changes. Risk is important aspect that has been included in the model as well to avoid failure. The research emphasised on customer involvement, top management involvement as well as team members to be among the operational factors that escalate variability levels 3 and effect project completion time and deliverables. Therefore, commitment from everyone can improve chances of success. Although the role of different project management techniques to implement projects successfully has been widely established in areas such as the planning and control of time, cost and quality; still, the distinction between the project and project management is less than precise and a little was done in investigating different levels of uncertainty and risk levels that may occur during different project phase.United Arab Emirates Governmen

Les comportements contre-productifs dans les équipes de travail : les implications d’un manque de soutien organisationnel

Les équipes de travail occupent aujourd’hui une place particulièrement importante dans les organisations et sont devenues essentielles au bon fonctionnement de nombreuses entreprises (Marks, Mathieu et Zaccaro, 2001). En effet, selon une étude conduite par Kumar (2016) aux États-Unis, 60 % des entreprises prévoyaient implanter davantage d’équipes de travail au cours des deux prochaines années. Il est toutefois possible de constater une forte variation dans le niveau de performance qu’atteignent les équipes en milieu organisationnel, variant d’une très mauvaise performance à une excellente performance (Hackman, 2002 ; Rousseau, Savoie et Battistelli, 2007). Les comportements des membres sont les déterminants les plus directs de la performance des équipes. Dès lors, dans un contexte où les membres adoptent des comportements contre-productifs qui font obstacle au travail en équipe, la performance collective s’en ressent nécessairement. Bien qu’il ait été précédemment établi que les comportements contre-productifs nuisent au bon fonctionnement et à la performance des équipes (ex. : Aubé, Rousseau, Mama et Morin, 2009; Aubé et Rousseau, 2014; Cole, Walter et Bruch, 2008), leurs causes sont encore mal comprises, principalement en ce qui a trait aux facteurs propres au contexte organisationnel. Ainsi, cette thèse a pour premier objectif de clarifier l’état des connaissances sur les comportements contre-productifs dans les équipes et comme second objectif de faire avancer les connaissances relatives aux antécédents contextuels des comportements contre-productifs au sein des équipes de travail. Afin de répondre au premier objectif, une recension de la littérature des vingt dernières années sur les comportements contre-productifs d’équipiers est effectuée dans le premier article de cette thèse. Un modèle intégrant les résultats des recherches empiriques sur les comportements contre-productifs d’équipiers est présenté et un riche agenda de recherches futures est proposé. Ce premier article permet aussi de clarifier la notion de comportements contre-productifs d’équipiers et de les distinguer des autres types de comportements contreproductifs. Afin de répondre au deuxième objectif, soit de faire avancer les connaissances relatives aux antécédents contextuels des comportements contre-productifs d’équipiers, la relation entre le contexte de soutien au travail en équipe et les comportements contre-productifs d’équipiers a été explorée. Toutefois, avant de tester cette relation, il s’avérait nécessaire de valider la structure factorielle du construit de contexte de soutien au travail en équipe. En effet, la structure multidimensionnelle d’ordre supérieur de ce construit n’avait jamais été testée. Ainsi, à travers des analyses de type Bifactor-ESEM, le deuxième article de cette thèse a permis de soutenir l’hypothèse selon laquelle le contexte de soutien au travail en équipe s’avère un construit d’ordre supérieur, composé de quatre facteurs. Enfin, dans le cadre du troisième article, la relation entre le contexte de soutien au travail en équipe et les comportements contre-productifs d’équipiers a été testée à partir d’un échantillon de 105 équipes de travail provenant d’une organisation du domaine de la sécurité publique. Des analyses acheminatoires ont été effectuées et soutiennent un modèle de médiation par lequel une déficience dans le contexte de soutien au travail en équipe génère des affects négatifs d’équipiers, qui se traduisent ensuite par l’adoption de comportements contreproductifs d’équipiers. Les résultats de cette étude soutiennent aussi le rôle modérateur de l’engagement de l’équipe dans la relation entre les affects négatifs et les comportements contreproductifs d’équipiers.Today, work teams hold a particularly important role in organizations and have become essential to the proper functioning of many businesses (Marks, Mathieu, and Zaccaro, 2001). Indeed, according to a study conducted by Kumar (2016), 60% of US companies plan to set up more work teams over the next two years. However, work teams are not a guarantee of success, given that strong variations are typically observed in work teams’ performance levels (Hackman, 2002; Rousseau, Savoie and Battistelli, 2007). Team members’ behaviors are the most direct determinants of team performance. Consequently, in a context where members adopt counterproductive behaviors that hinder teamwork, collective performance necessarily suffers. Although it has been previously established that team counterproductive behaviors hinder the proper functioning and performance of teams (e.g., Aubé, Rousseau, Mama and Morin, 2009; Aubé and Rousseau, 2014; Cole, Walter and Bruch, 2008), their causes are still poorly understood, especially in terms of organizational context factors. Thus, the first objective of this thesis is to clarify the state of knowledge on team counterproductive behaviors and the second objective is to advance knowledge of the contextual antecedents of team counterproductive behaviors. To answer the first objective, a review of the literature of the last twenty years on team counterproductive behaviors was carried out in the first article of this thesis. We thus integrate and advance TCBs scholarship by proposing an integrative model and we help identify and guide where future research efforts related to TCBs should be directed. This first article also clarifies the notion of team counterproductive behaviors and distinguishes them from other types of counterproductive behaviors. In order to address the second objective, namely to advance knowledge about the contextual antecedents of team counterproductive behaviors, the relationship between a supportive organizational context for teams and team counterproductive behaviors was explored. However, before testing this relationship, it was deemed necessary to assess the factor structure of the supportive organizational context for teams’ construct. Indeed, its higher-order multidimensional representation had never been tested. Thus, using a Bifactor-ESEM framework, this study supports the notion that a supportive organizational context for teams is a higher-order construct including four components: rewards, information, educational, and resource allocation systems. Finally, in the third paper, the relationship between a supportive organizational context for teams and team counterproductive behaviors was tested using a sample of 105 work teams from an organization in the field of public safety. Using a path analytic procedure, the results of this study support the mediation model: a lack of organizational support aligned with teamwork triggers negative team affective tone responses at a team level, which then drives the adoption of team counterproductive behaviors. Results also corroborate the moderating role of team commitment in the relationship between negative team affective tone and team counterproductive behaviors